Category Archives: candidates

The Significance of Submitting Your Resignation Properly

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Welcome back to another edition of the ComputerPeople Staffing blog! In the professional world, transitions are inevitable. Whether it’s a new job opportunity, a career change, or personal reasons, leaving a job is a common experience. One of the most important steps in this process is giving your employer a two-week notice. This standard practice is crucial for several reasons, and deviating from it—either by giving more or less notice—can have significant implications.

Why Two Weeks?

The two-week notice period has become a widely accepted norm in many industries, especially in the IT industry. It provides a balance between giving your employer enough time to find a replacement or redistribute your responsibilities, and allowing you to transition smoothly to your next chapter. Here are a few key reasons why this period is so important:

  • Professional Courtesy: Giving two weeks’ notice shows respect for your employer and colleagues. It acknowledges that your departure will have an impact and provides them with time to adjust.
  • Maintaining Relationships: The professional world is surprisingly small, especially in cities like Buffalo. Future opportunities often arise through networks and references. Leaving on good terms can preserve positive relationships that might benefit you later.
  • Smoother Transition: Two weeks gives both you and your employer time to ensure a smooth handover of your responsibilities. This can include training your replacement, completing ongoing projects, or documenting your tasks.
  • Protecting Your Reputation: Your professional reputation is one of your most valuable assets. Leaving abruptly or giving too much notice can negatively affect how future employers perceive you.

The Pitfalls of Giving Less Than Two Weeks’ Notice

While it might be tempting to leave immediately or give only a few days’ notice, doing so can have several negative consequences:

  • Burning Bridges: Leaving with short notice can frustrate and inconvenience your employer and colleagues, potentially damaging your professional relationships.
  • Legal and Contractual Obligations: Some employment contracts stipulate a notice period. Failing to comply can result in legal issues or loss of benefits.
  • Negative References: Employers may view a hasty departure as unprofessional, which can lead to unfavorable references that impact your future job prospects.
  • Unfinished Business: Leaving too soon might leave important projects incomplete or colleagues unprepared to take over your duties, reflecting poorly on your work ethic.

The Drawbacks of Giving More Than Two Weeks’ Notice

While more notice might seem courteous, it can also present challenges:

  • Awkward Work Environment: Knowing you’re leaving can create an uncomfortable atmosphere. Colleagues might treat you differently, and you might feel disconnected from ongoing work.
  • Productivity Decline: Employers might not assign new tasks to you, anticipating your departure. This can lead to a decline in productivity and job satisfaction.
  • Potential for Resentment: If your employer is unable to find a replacement quickly, a longer notice period can lead to frustration and resentment on both sides.

How to Give Your Two-Week Notice

When the time comes to resign, it’s important to do so professionally. Here are some steps to follow:

  • Write a Formal Letter: Draft a concise, polite resignation letter stating your intention to leave and your last working day. Express gratitude for the opportunity and experiences gained.
  • Speak to Your Supervisor/Manager: Schedule a meeting with your supervisor to deliver the news in person. This shows respect and allows for a direct conversation about the transition.
  • Be Prepared for Reactions: Your employer might try to persuade you to stay or express disappointment. Stay firm but respectful in your decision.
  • Offer Assistance: Show your commitment to a smooth transition by offering to help train your replacement or complete key projects before you leave.
  • Stay Professional: Continue to perform your duties to the best of your ability during the notice period. Leaving on a high note will reinforce your professional reputation.

In conclusion, giving a two-week notice is more than just a formality; it’s a crucial aspect of professional etiquette that benefits both you and your employer. By adhering to this practice, you demonstrate respect, protect your reputation, and ensure a smoother transition for everyone involved. Remember, the way you leave a job can be just as important as the way you start one. So, when the time comes, give your notice thoughtfully and professionally.

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Thanks for reading! If you are a business looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

The Importance of Proactive Succession Planning in Future-Proofing Your Company

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Welcome back to another edition of the ComputerPeople Staffing blog! In today’s rapidly evolving business landscape, ensuring the long-term success and sustainability of your organization is more critical than ever. Succession planning is a key strategy to achieve this, providing a roadmap for the seamless transition of leadership and essential roles. It addresses fundamental questions such as who will be retiring, how to replace them, and the risks associated with not having a succession plan in place. Proactive succession planning is essential to future-proof your company against unforeseen challenges and maintain operational continuity.

The Need for Succession Planning

The demographic shifts, particularly the impending retirement of baby boomers, make succession planning a pressing concern. As a significant portion of the workforce approaches retirement age, companies face the risk of losing experienced and knowledgeable employees. Without a plan, the unexpected departure of key personnel can lead to substantial knowledge loss, decreased morale, and significant disruptions in business operations. Succession planning mitigates these risks by preparing the organization for seamless transitions.

Benefits of Proactive Succession Planning

A well-thought-out succession plan offers numerous benefits. It ensures smoother transitions and reduces downtime, maintaining business continuity. Proactive planning also improves employee engagement by fostering a culture of talent development and retention. Employees are more likely to stay with an organization that invests in their growth and provides clear career advancement opportunities. Succession planning also helps in identifying and nurturing future leaders, ensuring the organization remains competitive and resilient.

7 Factors to Consider in Succession Planning

Identifying Key Positions

Determine which roles are critical to the organization’s success and require succession planning. These positions often include senior leadership roles and other key operational roles that are vital to business continuity.

Assessing Talent

Evaluate the skills, experiences, and potential for advancement of current employees. This assessment helps in identifying individuals who are well-suited to take on larger responsibilities in the future.

Training and Development

Provide ongoing training and development opportunities to prepare potential successors for future roles. Investing in employee development ensures that they are ready to step into critical positions when needed.

Knowledge Transfer

Implement strategies for transferring critical knowledge from outgoing leaders to successors. This can include mentorship programs, documentation of processes, and shadowing opportunities.

Internal vs. External Succession

Consider whether to promote from within or recruit externally. Internal promotions can boost morale and retain institutional knowledge, while external hires can bring fresh perspectives and skills. Weigh the pros and cons of each approach to determine the best fit for your organization.

Timeline and Contingency Planning

Establish a timeline for succession planning activities and develop contingency plans for unexpected events. A clear timeline ensures that succession planning is proactive rather than reactive, and contingency plans provide a safety net for unforeseen circumstances.

The Cost of Not Investing in Succession Planning

Neglecting succession planning can lead to increased recruitment costs, decreased productivity, and the loss of institutional knowledge. Companies that fail to plan for leadership transitions often face operational disruptions and a decline in employee morale. Real-world examples abound of organizations that have suffered due to inadequate succession planning, underscoring the importance of being proactive.

4 Steps to Build an Effective Succession Plan

Start Early

Begin succession planning well in advance to allow sufficient time for talent development and transition. Early planning ensures that potential successors are adequately prepared for their future roles.

Engage Leadership

Gain buy-in from senior leadership and involve them in the succession planning process. Leadership support is crucial for the successful implementation of succession plans.

Communicate Transparently

Keep employees informed about succession planning initiatives and their role in the process. Transparent communication fosters trust and ensures that employees understand the importance of succession planning.

Monitor and Adjust

Continuously monitor the effectiveness of the succession plan and make adjustments as needed to adapt to changing circumstances. Regular reviews and updates ensure that the plan remains relevant and effective.

Conclusion

Proactive succession planning is vital for ensuring business continuity and long-term success. By starting early, engaging leadership, and communicating transparently, organizations can mitigate risks and prepare for the future. Don’t wait until it’s too late—begin your succession planning today to secure the future of your company!

If you need assistance with developing your succession plan, our IT staffing agency is here to help. Contact us to learn more about our services and how we can support you in creating an effective succession strategy tailored to your organization’s needs.

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Thanks for reading! If you are a business looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

Misconceptions About Staffing Agencies

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There are many misconceptions about what a staffing company actually does and I’d like to set the record straight! Here are three of the most common beliefs about staffing agencies and whether or not they are true.

Agencies only provide temps or “fill ins.” – False! Some clients think that a staffing agency provides the “fill in” worker while the company searches for the “real” substitute for a position or that an agency won’t provide the best candidate to ensure repeat business; this couldn’t be further from the truth! Staffing agencies aim to find a candidate that not only fits a client’s immediate need, but one that will be a great fit with the company in the long run. Seeing a client grow in a position/company is the ultimate feel-good moment for staffing agencies!

Staffing Agencies are only for entry level jobs. – This one couldn’t be more false! Staffing agencies find jobs for all levels, in nearly every industry. Here at CP Staffing we do specialize in Financial, Medical and Computer jobs. Agencies are also very honest about what skills or training is needed to ensure that you’re properly prepared for the level of job you are applying for.

We get you an interview and then that’s it. – False! We pride ourselves in the fact that we follow up, follow up and then follow up! We thoroughly prepare you for the interview and stick with you long after you accepted the position.

Here at CP Staffing, we have everyone’s best interest in mind. We aim to make the client and the candidate happy with every job post and interview.

If you are unsure about a posting you see, don’t hesitate to call one of our recruiters! They are always more than willing to help!

What questions do you have about what we do?

Written by Lindsay Olewniczak

Visit our website here: http://www.cpstaffing.com/index.aspx

Visit our open jobs here: http://www.cpstaffing.com/jobs.aspx

A Word From Lindsay

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Hi! My name is Lindsay and I am the new Administrative Assistant/Social Media Assistant at CP Staffing. I started working here two months ago and I feel so lucky to be a part of this team. On my first day everyone was very nice and welcoming, which is to be expected for a first day experience. As the days went on, though, the nice, friendly attitudes and interactions didn’t go away! Every single person that works here is genuinely kind. Every. Single. Person.

Why am I telling you this? Why am I gushing over my amazing job and co-workers (the recruiters) and making people jealous?! I’m telling you this because the way they treat me and each other here is the exact same way they treat their candidates and clients. Everyone respects everyone, it’s amazing!  The recruiters truly care and want to help find the best possible job for you.

Looking for a job can be a very stressful thing to do, especially if you’re doing it alone. The recruiters are here to help you and they pride themselves in placing the right person in the right job. Here at CP Staffing our focus is Computer, Medical and Financial jobs and the recruiters are VERY knowledgeable in their specific areas.

So check out our website or give us a call if your background is in one of our specific areas of expertise. I know our recruiters would love to meet you!

***Disclaimer***

I am not saying this just because I work here! I actually feel this way and think everyone should take advantage of this amazing opportunity! What do you have to lose?!

 

Visit our website here: http://www.cpstaffing.com/index.aspx

Visit our open jobs here: http://www.cpstaffing.com/jobs.aspx

 

 

Interviewing 101: The basics of a fantastic interview.

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Do you have an interview coming up? We compiled some of the simplest things to remember when going in for an interview and divided them into lists of DOs and DON’Ts. Oh, and DON’T forget that our wonderful recruiters DO provide interview coaching if you need some extra help!

Do:

Do show professional body language. Do not slump or look too comfortable. Your body language will help the interviewer determine what kind of person you are within the first few minutes of the interview. Sit up and radiate confidence, professionalism, and fortitude.

Do focus your eye contact. Engage yourself in the conversation. Do not drift off away from the interviewer or look around the room. It is okay to occasionally look at any notes you may have, but be ready to maintain solid eye contact throughout the interview.

Do be prepared to concisely explain your job moves. That is going to be a question 100% of the time. You have to be able to articulately provide good reasons for moving around and this is something that often takes practice. Avoid “um” and “uh” by knowing what you are going to say ahead of time!

Do arrive on time. Not too early (desperate), definitely not late (irresponsible). Generally, walking in the door about 10-15 minutes ahead of time is appropriate.

Do bring a portfolio with paper, pen, the job description, your resume and references. This will show the interviewer that you are prepared and serious about the job opportunity.

Don’t:

Don’t touch your cell phone. Turn it off. Leave it in the car. Do not even give yourself the opportunity to look at it during an interview. If it goes off for some reason, discreetly turn off the ring without checking to see who is calling. You do not want to distract the interviewer away from your skills and accomplishments by allowing a cell phone to intervene.

Don’t trash your former company. This looks very bad on you, even if your former company was ridiculous. You do not have to lie or become your former company’s biggest fan, but always be respectful and gracious about your time with former employers.

Don’t behave anxiously. This includes moving around frequently, tapping your pen or foot, or any unusual movement or behavior. This distracts from your professionalism and credibility.

Don’t dwell on past accomplishments to the point of sounding conceited. You want to be confident and share your strengths, but you do not want to turn your interviewer off by making everything all about how wonderful you are. Besides, there will likely be plenty of interview questions that provide you with the opportunity to directly speak to what value you can provide.

We hope this helps you during your next interview! Comment below on the most important DOs and DON’Ts that you have learned (possibly the hard way) from experiencing interviews.

Written by Kaitlyn Gahagen

Recruiter Spotlight: Kevin Pyle

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Kevin Pyle has been with us at ComputerPeople for almost four years. He is hardworking, funny, he is an excellent recruiter, and his kids are probably the cutest twins that we have ever seen. We sat down with Kevin to find out a little bit more about how he gets the job done. Here is what he had to say!

How do you find candidates for a new job order? 

Several methods – LinkedIn, job boards (Indeed, Dice, etc.), referrals, posting job on website, and networking.

What is the most important quality that a candidate can have to make them standout from the rest?

I’ll give you two….personality and drive.

What advice do you have for someone that is just starting his or her job search? 

Be patient!  Finding a position is a full-time job in itself, especially for someone just starting their career.  Utilize as many resources as possible, including recruiters, applying for jobs on your own though employment agencies (career builder, indeed, etc) and networking. Also, it is worth the time to get several opinions on your resume to make sure it’s solid!

What inspires you to be the best recruiter you can be? 

Just knowing the potential positive impact I can have on someone’s life.  It’s a great feeling to place someone in a position that I know they are going to enjoy and love.

 

Thanks for all you do, Kevin! We are so glad to have you at ComputerPeople.

If you want to work with Kevin as your recruiter, contact him at kpyle@cpstaffing.com

Written by Kaitlyn Gahagen

 

How Do I Standout From All The Other Candidates During My Job Search? Wise Words from Our Rockstar Recruiter Brooke DeLucia.

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Brooke DeLucia has been a recruiter at ComputerPeople for over 20 years. She has seen it all and has worked with candidates from all over the world. We asked Brooke one simple question. What is the most important quality that a candidate can have to make them standout from the rest?

Brooke’s Response is gold.

“Drive & Professionalism.   Having the ability to sell yourself as a driven individual with the aptitude and hunger to learn can make all the difference.   Your body language can make or break an opportunity, no matter how qualified you are for the job. It’s still important to be respectful, attentive and professional when you are interviewing.  Don’t slouch in your chair, don’t pick lint off your suit, don’t chew gum or swear. It may seem basic but sometimes the people you least expect are the ones making these mistakes!”

Thanks for the words of wisdom, Brooke! Connect with Brooke Here.

 

 

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Written by Kaitlyn Gahagen